9 essential questions to ask your interviewer

As your job interview comes to an end, it’s common for the interviewer to ask if you’d like to ask them any questions about the role or the organisation. Preparing for this part of the interview is just as important as preparing for what they might ask you. The right questions show that you’re thoughtful, serious about the opportunity, and genuinely interested in how you can contribute. 

We asked Ku Sim Ling, Human Resources Expert, affectionately known as “AuntyHR”, about the best questions to ask in interviews and why. Here’s what she shared. 

1. How can I be guaranteed to be involved in a project that is critical to the strategic future of this organisation? 

"I actually borrowed this question from Chris Voss, the American businessman and author, but it works well in a Malaysian context too. It shows you’re thinking big picture and genuinely want to contribute where it matters most. You also get insight into how the company decides who gets high-impact projects: is it merit-based, seniority-based, or opportunity-based?" 

2. Why has this position become available? 

"This can reveal a lot about the opportunity. If it’s a new role created because the company is growing, that’s a very good sign. If it’s because someone was promoted internally, that’s also positive, showing there’s room to grow. On the other hand, if the answer hints at high turnover or previous resignations, that’s something to pay attention to and explore further. Asking this question often sparks conversation, letting interviewers share stories about the team, past challenges, and what success looks like, things you might not hear about otherwise." 

3. What is this team’s plan or direction for the future? 

"It helps you picture what your day-to-day work might really look like. Is the team ambitious and hungry for growth? Or are they mainly focused on supporting the company’s broader agenda? This question lets you check if the team’s pace and focus align with your own priorities. For example, if you prefer stability but the team is gearing up for major transformation, or if you don’t want to travel but the team is expanding regionally, it’s better to know early." 

4. What kind of employees are you looking for in this team? 

"You’ll discover the traits, habits, and behaviours the team values most. Maybe they favour collaborators, problem-solvers, or people who can take initiative without handholding, or perhaps they’re building a team of independent, creative thinkers who thrive on experimenting and coming up with new solutions. It provides insight into the team’s expectations and culture, and helps you decide if you’d enjoy working with them. It also signals that you’re thinking beyond the job description and about how you can contribute meaningfully." 

5. How would you describe your leadership style with your team? 

"This gives a clearer picture of the person you’ll be reporting to. You’ll learn about their style, how they guide their team, what they value, and how they make decisions. It also provides insight into the type of leadership the organisation promotes overall. Asking this shows that you care about the work environment, not just the job description." 

6. How long have you been with the organisation, and what made you say yes to your job? 

"This is a personal question that generally gets a positive response. You’ll hear about why they chose the organisation, what’s kept them there, and which parts of the culture or work they find meaningful. Asking this makes the conversation warmer and more natural than simply saying, 'What do you like about the company?'" 

7. Can you tell me a bit more about the work culture? 

"This open-ended question gives the interviewer space to share honestly. It’s better than asking something very narrow like, 'Does the team makan-makan (eat) together often?', because culture is about more than habits alone. If they struggle to describe it, which happens sometimes, you can follow up with prompts like: How do you celebrate performance? What is valued here? What are the moments that really matter to the team? These help you get a more complete picture." 

8. How do you measure success in this role? 

"When you ask about success metrics, you immediately show that you care about results and take performance seriously. It also uncovers how clearly the team tracks progress and achievements. You’ll gain insight into the manager’s expectations and leadership style—are they driven and ‘rajin’ (hardworking), pushing for progress, or more laid-back and flexible? This question ‘forces’ the hiring manager to reveal their expectations early." 

9. What kind of flexibility do you allow for people in this role? 

"This ensures you and the hiring manager are aligned on work arrangements. It’s not just about company policies; it’s about how this manager interprets flexibility. Maybe hybrid work is okay, or stepping out for personal errands, or flexible hours, or maybe they’re less flexible, and that’s better to know upfront. Getting clarity directly from the person you’ll report to is far more valuable than a generic human resource statement. It also shows you’re thinking practically about your day-to-day work life and well-being." 

Asking thoughtful questions will help you get a clearer sense of whether the job is right for you, while also showing that you’re prepared and putting your best foot forward.